At Charles Sturt University, we understand that gender equity is a fundamental element of our institution. We facilitate employment-related equity and diversity through:
- Merit based recruitment, selection and promotion processes
- Generous flexible working arrangements, parental leave, carers leave and domestic violence provisions included within the Enterprise Agreement
- Targeted training and development opportunities to support career progression
- Policies and procedures to prevent unlawful discrimination, harassment and bullying
- Responsive management to concerns and complaints.
Employer of Choice for Gender Equality citation
In February 2019, it was announced that for the first time, Charles Sturt University was awarded an Employer of Choice for Gender Equality from the Commonwealth Workplace Gender Equality Agency.
Read more about the announcement here.
Athena SWAN Bronze Institution
CSU is invested in science, technology, engineering, mathematics and medicine (STEMM) programs and research. We are taking steps to improve gender equity in the STEMM disciplines at CSU.
Charles Sturt University was awarded an Athena SWAN Bronze Institutional Award in December 2018, and is one of the first Australian universities to receive this prestigious award.
Workplace Gender Equity Strategy (2018-2022)
A University-wide Gender Equity Strategy was endorsed by Vice-Chancellor Andrew Vann in September 2018. The document can be viewed here.
WGEA Pay Equity Ambassador
On International Women's Day 2018, Professor Andrew Vann announced that he had become a Workplace Gender Equality Agency (WGEA) Pay Equity Ambassador, joining other directors, Vice-Chancellor's, Heads of Departments and CEO's in signing the Pay Equity Pledge.
We recognise gender bias can creep into performance, talent development and pay decisions to create like for like gender pay gaps. That’s why we analyse and monitor our talent management data, including pay, by gender and take action.
We also set the expectation among people managers that they address gender bias in their decision making. We do this because we know we can’t attract and retain the best people and improve workplace productivity if there’s any unfairness or perception of unfairness in our workplaces.
We encourage all business leaders to take the first step.
Equal pay is in your hands.
Pay Equity Ambassadors help to create change by playing a leadership role in their business community and to the broader public, reinforcing their commitment to pay equity within their own organisation, and profiling and promoting their approach to pay equity. The media release regarding this significant step towards a more equitable workforce can be viewed here.
Leadership Development for Women
CSU’s Leadership Development for Women (LDW) Program has been running for more than a decade. LDW provides many opportunities for women to advance their career through training, networking, mentoring and scholarships. The program runs bi-annually, and a LDW conference is held on the alternative year.
Senior Women's Forum
Open to women at Academic Levels D&E and General Staff HEW Level 10+, the role of the Senior Women's Forum is to:
- promote and advocate for cultural change within the University
- contribute to strategic planning, policy directions and critical decision making bodies
- provide networking opportunities between senior women internally and externally to the University
- support the professional development and advancement of women
- help to circulate relevant information
- support the LDW Program to enhance the career development of women at CSU.
For more information, please contact email@example.com.
Respect. Now. Always.
CSU has zero tolerance for sexual assault and sexual harassment. We join all Australian universities to keep building our values of safety, respect and inclusion in our communities.
As part of our Respect. Now. Always. Program, we welcome students employed as staff to Consent Matters. This fully interactive, evidence-based course covers sexual consent, communication within relationships, and bystander intervention.
A key part of the Workplace Gender Equity Strategy 2018-2022 and the Athena SWAN Action Plan is the ongoing communication and distribution of information to staff regarding equity principles across CSU. In addition to training and webinars, a quarterly newsletter distributed to all staff, will contain updates on the progress of gender equity initiatives, case studies, research findings and other relevant articles and information.
We’d love to hear of any gender equity initiatives and good news stories from your area, please email details to firstname.lastname@example.org.
Workplace Gender Equality Agency (WGEA) Reports
In accordance with the Workplace Gender Equality Act 2012, Charles Sturt University submits an annual report to WGEA to ensure compliance with the Act. Review the past reports below: